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HEAR Task Force FAQ

FAQ: As of Tuesday, September 1, 2020
The HEAR Task Force and wehearyou@huntingtontheatre.org email address:

What is the HEAR Task Force?

  • The Huntington Equity and Anti-Racism (HEAR) Task Force is a new entity at the Huntington Theatre Company, formed in June 2020 and chaired by Diane Daniels, Director of Human Resources as of March 2020. This Task Force is committed to guiding the anti-racism work within the company, creating recruitment and retention strategies/policies designed to significantly increase the Huntington’s BIPOC staff, and creating a more welcoming, safe, supportive, and accessible culture for all who work at and attend the Huntington and its venues.

  • Core members of the task force are Jazzmin Bonner (Company Manager), Bethany Ford (Director of Production), Charles Haugland (Director of New Work), Diana Jacobs-Komisar (Institutional Giving Manager), Katie Most (Calderwood Pavilion Manager), Meg O’Brien (Director of Education), Candelaria Silva-Collins (Community Membership Initiative Coordinator), Regine Vital (Manager of Curriculum and Instruction, Education). 

  • Jazzmin Bonner
    Jazzmin Bonner
    Company Manager
  • Diane Daniels
    Diane Daniels
    Director of Human Resources
  • Bethany Ford
    Bethany Ford
    Director of Production
  • Charles Haugland
    Charles Haugland
    Director of New Work
  • Diana Jacobs-Komisar
    Diana Jacobs-Komisar
    Institutional Giving Manager
  • Katie Most
    Katie Most
    Calderwood Pavilion Manager
  • Meg O'Brien
    Meg O'Brien
    Director of Education
  • Candelaria Silva-Collins
    Candelaria Silva-Collins
    Community Membership Initiative Coordinator
  • Regine Vital
    Regine Vital
    Manager of Curriculum and Instruction, Education

 

  • Michael Maso (Managing Director) participates with the Task Force as executive leadership.
  • Auxiliary members from additional departments also participate with the Task Force at regular intervals.

How do I communicate with the HEAR Task Force?

  • The best way to communicate ideas, questions, concerns, and/or experiences to the Task Force is by sending an email to wehearyou@huntingtontheatre.org. This email account will be filtered by Diane Daniels as Director of HR to ensure discretion and confidentiality; she will redact any details necessary before sharing pertinent information with the Task Force. 

What will the Huntington do with what I share with the Task Force?

  • The Huntington is entering a period of organizational transformation to become a more inclusive, equitable, and anti-racist institution. 

  • Past experiences shared with the HEAR Task Force will inform our current work in securing an equity, diversity, inclusion, and access (EDIA) specialist to work with and train the board and staff of the Huntington. 

  • Ideas and feedback will be compiled and will influence future policy.

  • All complaints will be reviewed and discussed by the HEAR Task Force at large, and where appropriate, will be referred for internal investigation and follow-up.

What will happen regarding complaints submitted anonymously to a third-party?

  • The Huntington will review information regardless of the way in which it is submitted. Due to privacy restrictions for both past and current employees, the results of this internal review are unlikely to be shared in a public forum; therefore, in some cases, anonymous comments may not be responded to publicly.

What kinds of responses can I expect from an email sent to the HEAR Task Force?

  • All emails will be responded to directly, with an initial response of some kind within a week, and with a more comprehensive response within a month.

    • Responses will vary depending on the content of the email. 

  • Ideas will be followed up on at the appropriate time in the planning process. 

  • Past experiences and complaints will be handled individually, in accordance with established personnel policies, and can expect a response from Diane Daniels as the Director of Human Resources.

    • Emails from individuals who choose to self-identify but ask for anonymity, or emails that by their content trigger the Huntington’s privacy or whistleblower safeguards, will be handled according to those policies.

Where can I find updates to the changes the Huntington will be making? 

  • We plan to make updates to our website and social media outlets to publicly announce the results of our ongoing policy, procedural, and structural changes that we will be making as part of this ongoing process.  

 

GENERAL INFORMATION ABOUT THE HUNTINGTON

How do I find out about job openings at the Huntington?

What is the hiring process at the Huntington?

  • The recruitment/application period includes the creation of a job description; at times an initial internal search; and then an external search that is posted as listed above.

  • The selection/interview period includes a review of the applications both by representatives from the department for the prospective job and by the Human Resources representative leading the search process.

    • A small contingent of applicants are invited to an interview round that is structured by the specific needs of the position.

    • The interview process is an opportunity for the organization to learn about the candidates, and the candidates to learn about the organization, so that each party may assess whether the current opportunity is the right fit.

  • A job offer to the successful candidate comes from the Human Resources department, at which point specifics of salary and benefits are discussed.

  • Onboarding continues after the job candidate’s acceptance, and includes an introduction to policies of the Huntington, an overview of the different types of work we do, and the meeting of various staff members that the new employee will work with.

Each of these processes is currently under review, bringing an EDIA focus to each aspect of recruitment and onboarding. 

How does the Huntington identify candidates for the Board of Trustees/Advisors?

  • The Huntington has a Nominating Committee that identifies, vets, develops relationships with, and recommends new candidates to the Board of Trustees and the Board of Advisors.  The Nominating Committee is working closely with a board EDI Committee to create strategies that will increase board representation from BIPOC communities.

How does one become a vendor for the Huntington?

  • We intend to make a more concerted effort to work with BIPOC vendors for future events. While we will work to seek out these businesses, recommendations are appreciated, and we encourage interested BIPOC vendors to reach out to the Huntington through the wehearyou@huntingtontheatre.org email or directly to Managing Director Michael Maso at maso@huntingtontheatre.org

  • We are currently discussing additional strategies to focus our partnerships toward MWBE and BIPOC entrepreneurs when possible.


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